In today’s hyper-connected world, tapping into the global talent pool isn’t just smart — it’s essential for staying competitive. But employing a foreign worker isn’t the same as onboarding a local hire.
The most successful companies recognize that this process involves more than simply providing a desk and a welcome packet. It requires a comprehensive program that doesn’t just integrate foreign workers into your company, but sets them up for long-term success in their new country.
Read on for five strategies to create an onboarding program that’ll make your foreign hires feel valued, supported, and ready for success.
1. Provide Clear Pre-Arrival Information
Before your new hire even sets foot in your country, you can start making them feel welcome and prepared. Clear communication at this stage can alleviate much of the stress associated with moving to a new country.
- Create a comprehensive “Welcome Pack” that includes a customized visa checklist, embassy contact details, and a clear timeline for the immigration process. For instance, inform them on when they’ll need to submit their H-1B visa application before their start date, and provide the direct phone number for your company’s immigration lawyer.
- Help them find suitable housing. This could include providing a list of recommended real estate agents, information about different neighborhoods, or even temporary accommodation for the first few weeks.
- Set up a video call to introduce them to their team and answer any questions they might have before they arrive.
2. Give a Warm First-Day Welcome
The first day at a new job can be daunting for anyone, let alone someone in a foreign country. Make sure your new hires feel welcomed and valued from the moment they step into the office.
- Arrange for a colleague to meet the new employee at the office reception and guide them through their first day.
- Take them out for lunch with their immediate team or department. Meeting informally can help break the ice and start building relationships from the get-go.
- Provide a welcome kit with company-branded items, a map of the office, and maybe some local treats.
- Take them on an office tour, introducing them to key personnel and pointing out facilities like restrooms, break rooms, and emergency exits.
- Schedule a meeting with HR to explain workplace policies, safety rules, employee rights, and cultural norms.
3. Ensure Ongoing Support
Support shouldn’t end after the first day. Ongoing assistance can help foreign workers navigate their new environment and feel part of the team.
- Set up a buddy system, pairing the new hire with a local colleague who they can go to with any questions or concerns. Have them meet on a weekly or monthly basis.
- Offer language classes if needed. This could be on-site lessons during lunch breaks or covering the cost of language courses.
- Regularly check in with the new hire’s manager to go over any concerns and get feedback on how the employee is doing.
4. Settling into Local Life
Your role isn’t only to help a new hire settle in at the office — you also want to make sure they get comfortable with their new community outside of work.
- Create a resource guide with information about local services, including healthcare providers, schools (if they have kids), best grocery stores, and recreational facilities.
- Connect foreign workers with relevant community groups or expat networks. This could involve sharing information about local international clubs or setting up introductions with other foreign employees in the company.
- Offer assistance with practical matters like setting up a bank account, obtaining a local driver’s license, or registering with necessary government offices.
5. Regularly Seek Feedback and Make Improvements
A good onboarding program shouldn’t remain static — you want to change and refine it based on the experiences and feedback of your foreign workers.
- Conduct anonymous surveys at different stages of the onboarding process (for example, after one week, one month, three months) to gather honest feedback.
- Set up one-on-one meetings between foreign workers and HR to discuss their experiences and any challenges they’re facing.
- Create a suggestion box (physical or digital) where foreign workers can submit ideas for improving the onboarding process at any time.
Bottom Line
It might seem like a lot, but a comprehensive onboarding program really can make a difference in helping your new foreign hires feel at home and ready to excel from the start. It’s also good for the company, strengthening your retention rates and helping create a happy, productive workplace.